平安人寿青岛分公司保险员工制薪酬设计研究

发布时间：2019-03-21 12:57

【摘要】：我国的保险员工制于2015年出台,2016年全面开始实施。为此,保险企业的薪酬体系必然要进行较大幅度的调整,进行员工制下的薪酬体系设计提上了日程。本文结合理论分析、文献分析、案例分析对平安人寿青岛分公司的员工制薪酬进行了研究。本文是针对平安人寿青岛分公司的实际工作需要而选择的研究课题,属于应用性研究,对于即将实行员工制的平安人寿青岛分公司进行绩效设计具有参考意义。本文详细阐述了平安人寿青岛分公司的保险代理人薪酬体系的现状和存在的问题。对于一线保险代理人的考核总体上是围绕着创造的保额而进行。由于保险代理人不是平安人寿青岛分公司的正式员工,所以不实行员工制管理,也就没有出勤等考核项,不合规经营方面的考核也比较弱。平安人寿青岛分公司的保险代理人薪酬体系的共同特点是没有底薪,因为不是平安人寿青岛分公司的正式员工也没有公司社保。平安人寿青岛分公司薪酬管理存在的问题有绩效考评体系不合理、缺乏基本保障、保险代理人薪酬两级分化严重、考核薪酬体系刺激违规经营。尤其是缺乏基本保障严重影响了保险从业人员的稳定,也影响了从业人员的积极性。不管是试用保险代理人还是正式保险代理人对底薪和五险一金的要求都比较强烈。没有底薪和社保也正是保险企业长期以来对从业人员所缺乏的保障。本文在充分考虑员工制薪酬影响因素的基础上,提出了平安人寿青岛分公司的员工制薪酬方案。首先,从代理制到员工制要进行一定的人事过渡,为员工制薪酬打下基础。其次,要确定薪酬方案的设计原则,即按照《保险公司薪酬管理规范指引》设计薪酬方案、保障保险营销员基本待遇和薪酬公平、引导合规经营。在具体的绩效考核中,要设定考核目标设定、优化考核指标设计、严格考核实施。在薪酬的构成方面,要稳定基本薪酬,体现绩效激励,提供福利性薪酬和普惠式年终奖以及其他薪酬。平安人寿青岛分公司员工制薪酬以按月方法为原则。根据《保险公司薪酬管理规范指引(试行)》的精神,可以根据特殊情况进行延期发放或停发。特殊情况下,还可以进行提前发放。
[Abstract]:China's insurance staff system was introduced in 2015 and fully implemented in 2016. Therefore, the compensation system of insurance enterprises must be adjusted to a great extent, and the design of salary system under employee system has been put on the agenda. Based on theoretical analysis, literature analysis and case analysis, this paper studies the salary system of Ping an Life Qingdao Branch. This paper is a research topic selected according to the actual work needs of Ping an Life Qingdao Branch. It belongs to the applied research and has reference significance for the performance design of Ping an Life Qingdao Branch which is about to implement the employee system. This paper expounds the current situation and existing problems of the compensation system of insurance agents in Qingdao Branch of Ping an Life Insurance Company in detail. The assessment of front-line insurance agents generally revolves around the amount of insurance created. Because the insurance agent is not a regular employee of Qingdao Branch of Ping an Life Insurance Company, so if we do not implement employee system management, there will be no attendance and other assessment items, and the assessment of non-compliance management is also relatively weak. The common feature of the compensation system of insurance agents in Qingdao Branch of Ping an Life Insurance Company is that there is no basic salary, because it is not a regular employee of Qingdao Branch of Ping an Life Insurance Company and there is no social security company. The problems of compensation management in Qingdao Branch of Ping an Life Insurance Company include unreasonable performance appraisal system, lack of basic guarantee, serious differentiation between two levels of compensation of insurance agents, and stimulation of illegal operation by assessment salary system. In particular, the lack of basic security seriously affected the stability of insurance workers, but also affected the enthusiasm of employees. Whether trial insurance agent or formal insurance agent on the basic salary and social insurance and house fund's requirements are relatively strong. There is no basic salary and social security is also the insurance companies for a long time the lack of protection for employees. This paper puts forward the employee compensation scheme in Qingdao Branch of Ping an Life Insurance Company on the basis of fully considering the influencing factors of employee salary system. First of all, from the agency system to the employee system to carry on the certain personnel transition, lays the foundation for the employee system salary. Secondly, it is necessary to determine the design principle of the compensation scheme, that is, to design the compensation scheme according to the guideline of compensation Management of Insurance companies, to ensure the basic treatment and fair remuneration of insurance marketers, and to guide compliance operation. In the concrete performance appraisal, should set the appraisal target setting, optimizes the appraisal index design, strictly examines the implementation. In terms of salary composition, it is necessary to stabilize basic compensation, reflect performance incentives, provide welfare compensation, inclusive year-end bonuses, and other remuneration. Ping an Life Insurance Qingdao Branch staff compensation system based on the monthly method for the principle. In accordance with the spirit of the guidelines on compensation Management of Insurance companies (trial), the issue may be deferred or suspended according to special circumstances. Special circumstances, can also be issued in advance.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F842.3;F272.92

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